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The Best Performance Appraisal Advice I Ever Borrowed (Part II)

The process outlined above...

Engineer
Interior
Mon Jan 28, 2008 8:12 AM

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only works if one's supervisor actually wants a discussion or cares about two-way communication.
Good article though. I envy those who have a supervisor who would take the time to actually provide honest feedback.

The Best PA Advice (Part II)

Business Analyst
USMC
Mon Jan 28, 2008 12:50 PM

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Not to offend anyone, but we dealt with employee's who failed to be at a meeting through discipline....not performance. In other words, if you fail to show up at a meeting, you're considered UA. A couple of those, and your out the door.

But, then again, maybe that's why I'm retiring in a few days. This will all just become a bad dream.

Individual Retirement Plans (IDP)

optimistic employee
Treasury
Tue Dec 23, 2008 8:38 AM

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I wish that management today would be open and honest about IDP's. I submitted an IDP in 1984 with my short and long term goals. I did what I had to do to develop myself. I submitted another IDP back in the summer because we were asked to. I haven't had a meeting yet with my manager, although I was asking about when will we discuss my IDP. He recently
sent out an e-mail informing the employees that a meeting will be held in January to discuss our IDP's.
My manager can retire at any given moment. I can retire 12-31-2010 and will. Management needs to say what they mean and mean what they say.

MID YEAR REVIEWS

MANAGEMENT SPECIALIST
WPNSTA CHASN
Wed May 6, 2009 9:25 AM

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What I would like to see you comment on is supervisors that bring up past reviews when it is not necessary.
If you are excelling this year, is there any reason to comment on a last year review?

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